How to Ensure Workplace Safety for Employees Experiencing Stalking
Learn your role in protecting employees against stalking threats and how to strengthen your workplace violence prevention strategy accordingly
An employee is being stalked by someone, either known or unknown to them. Although most of the stalking occurs outside of work, the predictable nature of work hours and location leaves the employee feeling unsafe when arriving at or leaving the workplace. Additionally, they are being contacted while at work, which is impacting their productivity and even affecting those around them. As a corporate security professional, what is your responsibility in addressing this situation
OSHA defines workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site.” While the OSHA definition does not explicitly mention stalking, there are very good reasons for corporate security teams to consider stalking mitigation as part of their duty to create a safe workplace for all, including:
- Stalking can be a pre-indicator of targeted violence. The goal is to address the behavior before it escalates into violent action.
- Stalking of an employee or contractor can affect the productivity, morale, and general sense of security within the entire organization — even those who are not closely affiliated with the person being stalked.
- If a stalker becomes violent at the workplace there could be potential harm to multiple people, damage to equipment or the workplace itself, and damage to your organization’s brand and reputation.
The OSHA definition also states that workplace violence “can affect and involve employees, clients, customers, and visitors.” The same is true for stalking activity. The stalker may be an employee, customer, vendor, or someone generally unrelated to your business. The duty of care for corporate security is engaged any time the behavior of an internal or external relation may threaten an individual’s safety in your workplace.
Due to the highly personal and often oblique nature of stalking behaviors, mitigation warrants a dedicated place in your workplace violence prevention program. Read on to learn more.
Common obstacles to effective stalking mitigation
To the person being stalked, the experience can feel very private and personal. They may wonder if they will be believed or judged for sharing this information at work. The same personal privacy concerns may apply to coworkers or other employees worried about someone else’s behavior — they may question, “What if I’m wrong and I just exposed this person to investigation and judgment?”
Organizational silos present another obstacle to stalking mitigation. For example, if an employee feels unsafe commuting due to a stalking situation in their personal lives, they might report it to management or HR. Meanwhile, IT could detect suspicious emails from someone attempting to reach an employee, and security might notice an unfamiliar individual on surveillance cameras. However, if these teams fail to communicate, each warning sign may be dismissed as an isolated incident rather than part of a larger threat.
The key to overcoming these obstacles is establishing a clear stalking mitigation policy that promotes cross-team collaboration, encourages employees to “see something, say something,” and enables thorough research and investigation.
5 questions your stalking mitigation policy must address
01
What is the scope and extent of your duty of care?
There are no strict rules defining the extent of your duty of care. For example, California’s SB553 explicitly states that workplace violence prevention requirements do not apply to remote workers. However, many organizations choose to include them. Consult your legal team to determine the best approach for your organization and establish clear parameters for preventing confusion and mistakes later.
02
What types of incidents should be reported?
Decide how your organization will define workplace stalking behavior and which incidents should be reported. For example, should you include intimate partner violence within the context of stalking? Situations like these can, and often do, extend into the workplace as stalking behaviors or acts of violence.
03
How should incidents and actions be documented?
Documenting all incidents and related actions is crucial to protecting the affected employee and the organization against any possible legal liabilities. You may need to show that the organization exercised all reasonable care to prevent and address stalking and violence. To ensure proper investigation, documentation, and follow-through, consider the following:
- Create an incident intake form to capture all relevant details and ensure information is documented consistently.
- Establish a clear and repeatable process to investigate, assess, and manage the situation.
- Adopt a modern incident and investigations system that centralizes all data, enabling easy documentation and reporting.
04
How will reports and actions be shared and protected?
Determine who is in the “need to know” chain and why, how, and when information must be shared. Work with your legal team to ensure these policies comply with all relevant privacy regulations. The right security systems enable you to customize access permissions to comply with data privacy regulations.
05
How will the organization respond to reported stalking incidents?
Define the available actions and escalation steps if the risk becomes severe. In addition to physical security measures, a proactive stalking mitigation plan might include removing contact information for the affected employee from public directories or adjusting work hours.
You may also wish to define additional resources offered to employees affected by stalking behavior. Options may include access to free counseling services, flexible leave, location transfer, remote work opportunities (where appropriate), and support for engaging with law enforcement. By offering these types of resources, your organization signals to employees that their safety and well-being are primary concerns — which, in turn, builds trust in your policies.
As you formalize your policies, remember to include a process for regular review and updating. Regulatory requirements, work environments, and the landscape of stalking behaviors can and do change. Outdated policies may expose your employees and your organization to needless additional risk.
Employee education is your greatest ally
To ensure the effectiveness of your policies, employee education is key. The more you communicate with employees and educate them about stalking — as well as the policies in place regarding your duty of care — the more likely they are to report concerning behaviors.
Scenario-based training is the most effective way to reinforce the importance of reporting. Use sanitized real-life cases to illustrate what stalking looks like and how it can escalate, posing a threat not only to the victim but also to others in the organization if not properly addressed.
Because stalking can be subtle, it’s important to help employees recognize the warning signs. Instead of simply instructing them to “see something, say something,” clearly define what behaviors they should be watching for. In general, stalking includes recurring behaviors such as:
- Making unwanted communications and contact, such as excessive calls, texts, and emails that persist even after being asked to stop (this can also include sexual harassment)
- Showing up uninvited or loitering excessively
- Following someone to and from work or around the office
- Monitoring activity in or out of work, using technology (GPS trackers, spyware, video), or gathering information from others
- Accessing personal items or confidential personal information
- Making threats of physical harm to the victim or colleagues
- Spreading rumors or false information in the workplace with intent to harm
You are responsible for protecting your employees at work, which may include measures to keep them safe from stalking. By implementing clear policies, fostering a culture of awareness, and providing the right tools for incident reporting and investigation, you can help prevent escalation and create a safer work environment. Adding stalking response protocols to your workplace violence prevention strategy fulfills your duty of care and demonstrates your commitment to your employees’ well-being and security.
